Menopause has historically been a taboo subject and treated as a private health matter, rarely acknowledged in professional settings. This shifted as society began to recognize its real impact on the workforce, particularly on attendance, performance, and retention among midlife employees.
Women aged 45–60 represent one of the fastest-growing and most experienced segments of the workforce. As organizations focus on talent retention, productivity, and diversity, menopause has emerged as a significant yet often overlooked factor affecting employee performance and wellbeing.
Recent research from the Chartered Institute of Personnel and Development (CIPD) found that 73% of working women aged 40–60 experience menopausal symptoms.[1] Among those affected, 67% reported that their symptoms had a negative impact on their work.[1]
The effects extend beyond physical symptoms. Difficulties with concentration, memory, confidence, sleep, and anxiety can significantly affect workplace performance. In the same study, 79% of women who reported a negative impact on work cited reduced concentration, while 68% experienced increased stress levels.[2]
The business impact is substantial. More than half (53%) of women surveyed reported that they had been unable to attend work at some point because of menopause symptoms.[1] Furthermore, 17% had considered leaving their job due to a lack of workplace support, and 6% had already left employment.[1]
Career progression is also affected. Over one-quarter (27%) of working women experiencing menopausal symptoms reported a negative impact on their career development.[2] For employers, this represents a potential loss of highly skilled and experienced talent at a critical stage of their careers.
Fortunately, effective support does not require major investment. Flexible working arrangements, access to temperature control, manager education, open communication, and evidence-based healthcare support have all been shown to improve workplace experiences and employee retention.[1]
Organizations that recognize menopause as a workplace wellbeing issue are better positioned to retain experienced professionals, reduce absenteeism, improve productivity, and foster a more inclusive culture.
Menopause: Not Just a Challenge, but an Opportunity
Women navigating menopause often bring decades of expertise, emotional intelligence, resilience, and problem-solving abilities to the workplace. When appropriately supported, they can emerge from this transition with renewed clarity, confidence, and motivation, becoming powerful contributors and role models within their organizations.
Organizations have an important role to play in supporting women through this transition. By offering education, flexible working arrangements, career development opportunities, mentoring programs, and wellbeing initiatives, employers can help women align their personal values with their professional goals. Such initiatives empower women to make informed choices about their careers while continuing to contribute their extensive experience, leadership skills, and institutional knowledge.
While much of the discussion around menopause focuses on symptoms and workplace challenges, it is equally important to recognize menopause as a period of transition, growth, and empowerment.
For many women, menopause marks the beginning of a new phase of life characterized by greater self-awareness, increased confidence, clearer priorities, and a stronger sense of personal and professional identity. As women gain a deeper understanding of their physical and emotional needs, they often re-evaluate what truly matters to them, including their relationship with work, career ambitions, wellbeing, and work-life balance.
This increased awareness can lead women to reassess the value they derive from their work and the compromises they are willing to make in exchange for professional success. Rather than interpreting this shift as disengagement, employers should recognize it as a natural evolution that can result in more focused, purposeful, and meaningful contributions in the workplace. Forward-thinking employers should see it as a significant life transition that can unlock new perspectives, leadership potential, and professional growth.
Supporting women through menopause is therefore not only an investment in wellbeing—it is an investment in retaining some of the most experienced, knowledgeable, and valuable members of the workforce. It is not simply the right thing to do; it is a strategic business decision.
References
[1] CIPD. Menopause in the Workplace: Employee Experiences in 2023.
https://www.cipd.org/uk/knowledge/reports/menopause-workplace-experiences/
[2] CIPD. Press Release: Over a Quarter of Women Say Menopause Has Had a Negative Impact on Their Career Progression.
https://www.cipd.org/en/about/press-releases/quarter-of-women-menopause-negative-impact-on-career/
[3] CIPD. Menopause Resources Hub.
https://www.cipd.org/en/topics/menopause/
By Dr. Maro Petrou MD, MCh, FMAS
Obstetrician – Gynae
